All right everybody i know folks are still coming on we’re going to go ahead and get started we want to welcome you all very much my name is kevin grossman president of talent board and the candidate experience awards and we’ve got a great presentation ahead from seek out and jackie clayton who is
The diversity and equity and inclusion strategist at seek out she’s going to be talking about a data-driven approach to achieving your diversity hiring goals lots of great information ahead a couple of housekeeping items before i turn it over to jackie and she’ll talk more about herself and seek out and all
The great work that they do they there’s a great giveaway number one if you request a a demo a completed demo you’re gonna get what is that jackie it’s a tumbler and a journal and a mouse pad yes goodies goodies for you so while you think about that jot that
Uh that url down so you can get signed up for a demo and get that completed while we’re you’re looking at that some housekeeping items we are recording this session although we’re very glad that you’re here live with us today and second we will be uh also taking questions of course from
Jackie so if you’ve got questions there’s two ways to do it you can post them in the chat or you can post them in the q and a part of the zoom dashboard and we’ll take those throughout and then when she gets to the end of her presentation we’ll we’ll address those questions
So make sure to send them uh our way after out if there’s something that she says you’re like i want to ask her about that please make sure to submit that to us and then my team member ron malcolm will help me feel those when we get to the end of
The webinar so that’s the plan for today everybody and again thanks for joining us and welcoming us and jackie i’m gonna be quiet now and go into the into the background and it is all yours so welcome well thank you so much everyone for being here uh
Yes we do have a little giveaway so i’m excited about that and i want to get started a little bit by just introducing myself i am the diversity equity and inclusion strategist here at seek out so i get to have the illustrious and exciting job of helping folks with their diversity and recruiting
Goals um but i also i’m black i’m neurodiverse i’m a texan and primarily i’m a way cohen um waco being home of the ncaa men’s basketball champions for all of those basketball fans but you know all of these things that uh make me
Who i am i bring all of that with me to work and this is the lens of which i come to work and as we’re going through this process as we’re looking to hire and make places equitable and inclusionary we have to keep those things in mind
And as we’re talking to candidates they bring more than just the skills that we ask for in the job description now when i tell people that i live in waco texas a lot of people ask me why and to be honest for a while there i wasn’t sure i didn’t
Know but i’d like to show you why i stay in waco so this is my this might be surprising to you but this is a demographic of waco considering how it is with a lot of other cities that i’ve lived in it’s pretty diverse um you’ll notice that black or african american people
Here in waco texas are about 21 now they came here willingly from a town that had less than one percent black or african american people um if you are one of those people who’ve lived in an environment that is not diverse please feel free to put a one in the
Chat so i know that i’m not alone because as you know as we go through this process some candidates feel alone maybe the area they live in is not diverse um but we know that it’s important to everyone now you may have heard before there’s a quote
That uh diversity is being asked to the party and inclusion is being asked to dance but i think if you might agree with me that sometimes you’re not really invited to the dance sometimes they invite you to the dance give you a save to date of when the dance is actually going to
Come but it never comes up and they had no intention of having the dance in the first place so i found this quote that i like very much that says diversity is having a seat at the table inclusion is having a voice and that belonging is having that voice be heard and so
Today we’re going to talk more about this and also find out more about how do you know if you have enough diverse members at your table how can you tell if people’s voices are actually being heard well you have to measure it we will get into that a little bit
Later but this webinar is all about data and how data-driven diversity can help you bring those candidates to the table and so to get started i want to talk a little bit more about the facts you’ll notice these are not the facts that just talk about why is diversity important these are the
Facts about the people that we are looking to hire in our environment here in the united states primarily so you can tell that pretty soon we’re not going to have a single demographic majority we know that the hispanic and latin x population is raising we’re about to have five generations at work and
Disabilities affect 20 percent of all americans this comes into play because as part of my job i’m going to the trenches talking to different organizations about how their diversity initiatives are going and what has been interesting is how people like to look at one piece of diversity and inclusion mainly we talk about
Maybe women or people of color is what you hear more primarily but there’s more than that that fall into that diversity of peace and more that we have to bring to the table here are more facts women earn the majority of college degrees awarded in the united states
There are an estimated 9 million lgbt plus individuals in the united states we do know that these organizations have a priority or and have performance and productivity which goes up and so i want to help you be an organization that also has higher productivity and higher performance
So how are we going to do that we’re going to do that by talking about this dance this illustrious dance that we discuss who are you inviting now there are people that we know as hr and recruiting and talent acquisition and marketing all play a part on trying to bring people
To our company’s party and some get invited and so we want to know who you are inviting and how are you getting that list but also who do you find when you’re trying to make that list next we’re going to talk a little bit more about who you’re actually submitting
As invitees but also how you can show that commitment through your diversity and inclusion processes to make sure that it is inclusionary and a well-rounded piece a real rounded organization an inclusive organization so it starts with your job descriptions who do you invite to the table often when companies think about
Diversity they immediately think about where to find diverse talent and one item that could be overlooked is actually the job descriptions and it’s important even to the data driven conversation because there are data behind this that we really need to look at job descriptions are extremely important because
If you’re you have a job description that’s initially your invitation to the table and your invitation to the party if you’re not careful you could unintentionally be discouraging great candidates from applying i find that most job descriptions are outdated and in fact most job descriptions were created many years ago
And people have been cutting and pasting them over periods of time also from the trenches i can hear who’s responsible for the job descriptions many people say well there’s not one person who’s responsible for it and it’s great that everybody’s playing a part but it also means there isn’t any consistency to it
And so some of this again unintentionally or some maybe intentionally you’re discouraging candidates from applying to the jobs and so i want you to take a look at this picture can anybody relate to the person in this picture i know it’s kind of sad and we don’t want to
You know talk about sad things but when i look at this picture i could see somebody who’s sad who wants to play and browse with their friends but they’re alone and so it’s really obvious what’s going on in this picture and what’s making this person sad but what about this picture
This picture was actually taken from a career page i think someone thought it looked inclusive but i thought it looked terrifying when i thought the first thing i noticed is that that’s the only there’s only one woman in the page there’s only one black person on the page
And of course i noticed that it’s stock art and i can’t tell what they’re doing it looked like these people were auditioning for a role rather than looking for a career as was put onto the page but then most companies and they’re about us will proudly put a group of people that
Work at the company something maybe not stock art but familiar like this picture again a picture that looks maybe from first glance as an organization of people welcoming you to the organization to what you might apply but to me this one’s even more terrifying than the other one it kind of
Looks like a funeral or worse a political convention when you’re looking at it i don’t know if i want to join this organization and i’m really not sure if i’m gonna fit in but more terrifying than these pictures or for me are pictures that look like this
This is the scariest picture of them all this is from a career page that said come join us they kind of look like they’re a member of a cult if you look at the face of the black guy i’m not really sure what’s going on over there
I may get a little bit nervous let me know if you feel the same way when you look at this picture so it really is looking like you’re trying to hide something at least in the other picture we were able to see real employees but pictures like this aren’t fooling
Anybody this is the first glance the first opportunity that many candidates will have with your organization and so make sure that it’s authentic so that when they get to the job description hopefully that in combination with what they know they’re getting into will have a good experience
But let’s talk a little bit more about the job descriptions so many hiring managers we know will actually think that the longer the job description the better candidate they receive or the more vague they are about a job description the better candidates they receive but the fact of the matter is the longer
The job description with more qualifications you actually get fewer candidates in fact if the job description is too long with too many qualifications it discourages candidates from applying from jobs in fact studies have shown that men apply for jobs if they feel like they meet 65 percent of the requirements
And women apply for jobs when they meet at least 95 of the requirements and some articles say you have to meet 100 of the requirements so these were the qualifications and the requirements and they look pretty basic but i actually used an additional tool and copy and pasted and you can see
That this is actually a really long job description but it was also i have to think unintentionally bias it turns out that the words chosen to be put into a job description is also as discouraging as much as it is with those pictures so for example when women see supportive language such
As teamwork supportive environment it attracts women to apply and men seem to apply as well but they also seem to apply with words like competitive and because of those things i always encourage that you take another look at your job descriptions this is a free tool and i’ll give you a
Link to it but this as you can see it says that it is strongly masculine coded take the opportunity to think back in those roles as you’re looking at the skills to see if they’re really necessary many people create jobs based on the person that just left
But you really need to think about the role in the future so you can check to see if the words are unintentionally biased um and that you make sure that you’re attracting the casting of the widest net for the greatest group of candidates now if you remember earlier
We know that this is masculine coded and so who are you really attracting with this ad and this one is a software developer ad and of course you know we have heard that there is a lack of women or diverse candidates for these roles so let’s not make it
More difficult than it needs to be we want to make it as easy as possible for people and we want to make sure that we’re not discouraging anybody from that ad so the article that it came from this was in harvard business review and you can take a look and it’s called
Why women don’t apply for jobs unless they’re 100 qualified now i’m going to give you a link to the gender decoder for job ads this is a free tool that’s been around for a while many of you have heard of it but i wanted to let you see it just in
Case and there will be copies of the slides later so you can use it in case you need to get the actual link but what’s interesting is that even though people know about this this isn’t a new trend the article came out not that long ago but it’s been around
A while that we know that this is happening companies are still doing it even some of the top hiring companies now i took this from textio and i found it interesting because what it’s showing is within the same organization here we can see that it’s a job ad
That was internal on the site but for the support positions they actually coded it and it had added feminine bias to the job ad and to leadership it was a masculine bias and the same was for bank of america we can see that it’s the same company and they had a bias
In either spot now for me especially as a talent acquisition professional if i’m seeing something like that it makes me wonder where exactly the company is trying to go so it’s important that you have that balance and make sure that the words are accurate so hopefully that makes sense
And as we get into more data you keep this in mind because that’s the first piece the next piece is really who do you find i also call it the bias trap because we can see the traditional ways that have happened to recruit often come with a lot of bias
This is something that this is actually the reason why i started doing this work because the way that they were training people on how to find diverse candidates always meant that i was going to be left out and so because of that i wanted to make sure that i could find
Other ways that we can look for these candidates and so let’s talk a little bit more about the traditional ways versus some of the ways that you can do it using seek out or some additional tools so this will help tell us a little bit more about the traditional diversity recruiting
Methods so your goal is to find female candidates maybe you start by searching for the top hundred names that’s something that might sound familiar for those of you that have been looking for diverse candidates except it only finds less than 20 of female candidates and it’s inherently biased fortunately in using seek out
We’re able to pull up this is a hole for a software engineer female software engineers and we can see there is over a hundred and six thousand female candidates with this piece you know and we’ve got to be able to look at these numbers we know the traditional ways don’t work
But it takes knowing where to look so in this example it’s over a hundred and six thousand female candidates but you can also spread out and see the demographic of where these candidates live is it something that you can do with your company being remote right now
Can you post the job in another area that will help you attract that talent if you’re looking for female software engineers think about posting in san francisco or seattle or new york city if you’re open to that if you do have an office you’ll still be able to know
Where what the downfall is and where the candidates are to see if it may be something that you need to go back to the hiring manager and ask about relocation and make sure that that is effective something else that’s interesting is that the push to try to drop
To try to get women in stem and other underrepresented groups in stem have worked if you can see on this slide this was the 2019 report of tech and we can see that in gen z it’s a pretty balance between men and women ages 21 and older
Of candidates that are available in the tech space so we see that gap is getting smaller and now we really want to be passing the widest net possible to make sure that we are getting the candidates that we need it sort of tech looks like it’s getting a little bit smaller
The question is always do we think that there’s a shortage in tech because they don’t exist or could it be they’re just not getting hired share the information to know that you just need to have a little bit more time to find different candidates to make sure that you have that balance
Now let’s talk a little bit more about if we were looking to find um black candidates most organizations say that they search for hb at hbcus or hvcu graduates by looking at some of those hvcus but 25 of hbcu candidates aren’t black only nine percent of black college students actually attend hbcus
I was looking internally at seek out and i was able to see that we had about six million inferred black or african american candidates and i found this really interesting because if you look at the number one location it’s the new york city area followed by atlanta and then washington dc and houston
Maybe there isn’t any surprises from the list of where people live but you may not know if you were looking at just hbcu graduates new york city has one hbcu and that college is the medgar evers college and it has 6921 students so where are all these people going to
School would it make sense to also target these areas when looking for that candidate instead of just looking for the organizations in fact i want to give you just a little bit more information at the data that i was found using seek out so when i ask companies again where they
Find black or african american candidates and as we’re trying to build the strategy most say hbcus and i’m really excited and happy that people are reaching out to hbcus but we know that it makes up only three percent of the country’s colleges and universities there’s only 109 but we also know that 10
Of african-american students and 20 of african american graduates come from hbcus so we have to talk about the other 90 and the other 80 percent that are coming there out of the top enrollment of black and african american students the top ten only three are hvcus and so most
Recently if that’s all you’re targeting you’re leaving 50 000 candidates on the table but if we know where to look we can choose the right data to be more inclusive i hope you write this down take a screenshot and share some of the top enrollment so that we can see that number
Go up a little bit because we want to be fair and equitable and some of these things will change i was a little bit shocked at some of the information that i got and that’s why i started telling people more about where we can find these candidates to make sure that you’re
Making the right decision when i took that list of six million here was the breakdown and you can see that we did have when we were looking at graduates there was a mixture but the number one college is university of phoenix this becomes very very important as we’re talking to
Our hiring managers some companies that i’ve worked for in the past wouldn’t accept a degree from the university of phoenix but we know because that’s the majority of where some of the candidates black and african-american students their number here is about just past 90 000 candidates so if they say they don’t accept
University of phoenix they’re rejecting automatically from the beginning over 90 000 black and african american candidates most people of course they want people with a top education but if that’s the case they may not know this information and so it’s up to us to make sure that we are talent advisors
With our hiring managers and again we use the data to back it up again as i go through this these slides if you have any questions feel free to put them in the q a section or add them to the chat so we can talk
About it a little bit more when we open that up here in about 15 minutes or so now the next part that i want to talk about is the candidate highway or who do you submit another harvard business review article showed the relationship between finalist pools and actual hiring decisions
Now we know in order to have the even playing field if you look at this if there was one woman she had a zero percent chance of getting that job a zero percent chance and oftentimes as i’m helping build out those strategies and talking to clients they say we make sure that you
Have at least one diverse candidate but we know if we want to have an even playing field that you have to have at least 50 and if it’s your goal to increase that number you have to have three on the candidate plate and oftentimes i’ve heard organizations that just don’t do
Hate candidate slates anymore you have to do the candidates late to make sure that none of those biases are coming in um we want to make sure that we have a playing field so you have to be able to have at least two women and two men on the slave
And all of this is because of bias now we always hear primarily about unconscious bias um the bias that you didn’t realize that you had but i want to bring some of it into the light with this next slide if you can see it let me move this a
Little bit i want to make sure that you can see all of it these are just some of the biases that come into play in the recruiting process and all of them have an important part to remember so that they’re no longer unconscious we have to make the things that you
Don’t know visible so that you know what to do and they come especially at the very beginning of the process there are some biases that are very in particular happen to recruiters and people in the hiring process and so we want to go over some of those now
So this is a example of a resume that i had put together um and this candidate is marcus gibbons and i was looking at it because in talking to a lot of different people in the field um they say oh i’m intimidated by names and it makes sense a lot of people are
Intimidated by someone’s name or making a mistake i’ll give you a hint as a person who spells their name y e instead of i.e instead of the right way um i know that people might get it wrong and ask me what their name is so if you come across
A candidate that is qualified but their name is something that you can’t pronounce just call them and ask them instead of overlooking a great candidate because of a bias that you may have it often can be implicit bias on a resume oh he lives in a bad neighborhood or oh
That’s going to be too far we need to make sure that we are becoming advisors and we’re knowledgeable based on our area of expertise not on a guess i try to tell organizations as much many organizations as possible you don’t have to guess here just ask the candidate
Something else that may be familiar is when you’ve heard of the halo effect oh they worked at google they must be a strong candidate no i’m not saying because they would get google that they’re not a strong candidate i’m just saying we need to have a little more information than just
Where they worked in the past to get those uh people across so we can make sure that we’re actually presenting great candidates affinity bias stereotype bias and group think are just some of the other ways that biases come in to resumes and it might change every single time you get a resume
On board but these are the things especially as you’re bringing additional recruiters and talent acquisition professionals on board make sure that you look over these things and i would love to hear if you had any other examples of where those biases come in so what we do at seek out we have
Something that’s right now called blind hiring mode and so we take that information off to help reduce that bias by instead of having those hard to uh pronounce names or other information we put make that into initials we’ll take out any other identifying information we can even take out the links to make
Sure that we have an even playing field and that people aren’t getting ignored now for those of you that you seek out you know that we use cats but we allow people to upload their own animals so of course i chose a chihuahua but i think this is key in submitting the information
Because sometimes hiring managers will reject candidates on this basis before even getting a chance to talk to someone so keep those things in mind in keeping your bias in check with the understanding that you’re gonna have to add at least two diverse candidates and making sure
That you can get on top of that information before it goes to the hiring manager so you can’t have those things oh lisa shared yes unemployment bias that is something that comes up quite a bit as well but you know what our job is to find the talent
That meet the requirements that are there not to make a judgment call when somebody hasn’t been there ask the person thank you lisa for bringing that up so the next thing that’s going to be important is is making sure that you’re showing your commitment showing the commitment by doing various things that
You can do right now we know that companies are focusing on diversity and inclusion and of course you are that’s why you’re here but according to monster research 86 of candidates globally say diversity equity and inclusion in the workplace is important to them and a motivating factor
But how can you show candidates that you are truly committed to diversity and inclusion heavy on the inclusion well thousands of ceos recently have signed a pledge to signify their commitment let me know in the chat if you’ve seen some of these pledges to be anti-racist or to not have any discrimination
Because the pledge is one of the many efforts that we’ve seen coming up um and it used to be like it was becoming kind of a buzzword it’s almost like some of the pledges have become buzzwords we know that there have been some scandals in the past that have put
Diversity and inclusion into the spotlight and people are working really hard and i can understand why signing a pledge is important but it’s just one piece of the puzzle in a very steep uphill battle um it’s a step in the right direction but being committed to diversity and
Inclusion is great but what happens after the pledge and the commitment is made and so i want to take the time for having you look at these statements which one of these show your commitment i’ll give you a little bit more time to if you’re like me find your glasses look
At the writing and read these statements now there’s other ways that organizations can show commitment but if you remember how earlier we talked a little bit about how some of these organizations are simply copy and pasting the job descriptions if you look at what’s going on on the left
This is an example with hershey that it says it’s the equal opportunity um statement that you can see on all of those but look at the orange area it says to extend opportunities to qualified applicants right but then you look at the right and it says we don’t just accept
Difference it’s one of our key values you have to go beyond the pledge some examples of your commitment could be your engagement or volunteering engagement in diverse communities maybe there’s contributions to other organizations but we’re starting to see our organizations create scholarships maybe they create programming or giving opportunity
To diverse candidates all to demonstrate their social impact to the community so it’s good but you want to take it a little step further we need to use that data for diversity diagnosis if you don’t measure it you can’t tell if it’s even happening we need to know if the voices are there
And they’re being heard now i don’t want to hurt anybody’s feelings but i need to let you know something if you’re not measuring your diversity initiatives you are behind many organizations that have been measuring this or ones that have started to do it already because just like any business metric
That you would measure it’s essentially it’s essentially the same thing as saying profitability is important and not measuring it like how do you know if you’re even profitable if you’re not measuring i’m poking a little bit here but people can tell if you mean your pledges it is reflected in the numbers
So that old adage what you inspect what you add to can expect is very true inspect and expect you have to inspect to know what to expect and so you might want to measure different data points in the employee experience maybe from hr systems or whatever system that you have maybe unemployed
Data head count hires turnover promotions um high potential identification maybe salary most companies that i talked to because i was asked this just a couple days ago what’s the biggest um thing that you think that companies are getting wrong and partly it’s a kind of a multi-prong answer
But part of it is not knowing what you have today and not knowing how you got here now we want to make sure that you measure also every step of the hiring process you want to be able to look at the baseline data of where you are
Today so that you are able to say this year we had this many women this many i ethnicities or whatever you’re measuring from a dimension perspective um we want to look across the full employee experience so if you don’t count it you’re not going to have a baseline to show
Again this is the information that i took from utilizing seekout and we were just looking in general terms i used a company just to see what the insights showed us about people who used to work at a particular company and so what’s interesting is that along with these pledges
Several organizations have thrown out just some huge numbers without saying how they’re gonna get there or if it’s even possible so we need to be able as talent acquisition professionals and people throughout hr or people who have a stakeholder on diversity and inclusion we have to be able to say where we are
Create a dashboard make it super simple for people to digest and hold your leaders accountable if you don’t have your senior leadership team involved and engaged in this it will not work and i know that is discouraging for some but it’s simply the truth i want to talk a little bit more about
Some other dimensions that go in that you can look at and measure to help you become successful with your data-driven diversity approach so some of the things that we have to look at and what we want to make sure that that baseline shows it doesn’t just show you the
Diverse diversity at your organization but it also can help you see the fairness in your employment practices around rules and procedures performance evaluations what is the actual inclusion i need to say something very important when we’re talking about inclusion we’re not talking about inclusion to like pick lunch for next week or
Host the company party we are talking about inclusion in the decision making at our organizations we are talking about the management and leadership being inclusive we want to make sure that that information is accessible and we want to make sure that the differences that are coming into our organizations are integrated into
Our organization because it’s going to be part of our company culture so that being said just to recap i want you to think again about who are you inviting to this dance everyone is talking about when they talk about diversity and inclusion but then also as you are looking out
Candidates and reaching out who are you finding where do you need to go to find them and do you have the ability to reach those candidates that maybe you haven’t before but also look at who you submit it’s not enough to have one diverse candidate on the slate
In order to make your pledges or your numbers or an equitable environment if you’re you are not one the next piece is to show that commitment and use your data to make the diagnosis and i’m happy to be able to tell you as you can tell the data that i
Utilize came from seek out and so i’m excited that you all got to see some of that data but i think most people who’ve gotten an opportunity um when you work with me in looking at your strategy and i work with your team and trying to find those diverse candidates
We can make sure that we stay in the talent insights we get that information and that we can become talent advisors to make better assessments reach better goals make sure that those are being measured and also make sure that because we have done that we can hold our organizations accountable and so
Again i would like to invite you to sign up for one of our demos for every demo completed you’re going to get some of these goodies like i called them earlier um and it will give you an opportunity to learn more about the team and some of the ways that we can help
You with your diversity initiative in those goals so that being said i’ll open it back up and i’ll keep this up here for a while um but i’ll see if there’s any additional questions that i might be able to answer for you absolutely can we i want a jackie cap
Can i get a jackie cat that’s what i want right there that’s a good time jackie that was great here’s and and we’ve we’ve got some questions coming in and folks if you’ve got questions submit them now and i know you just you just summarize everything really well with everything
That you laid out but time and again we hear from business leaders we can’t find the people that we need that’s right and i’m kind of tired of hearing that and i know but i mean you know because i know it’s going to vary i mean
By my industry and the kinds of jobs we’re talking about but still we can’t that’s not true so in summary one more time what is what is the first thing that you would say to somebody who says that to you we just can’t find the people
That we need the first thing i would say or first thing you would say because the first thing i would say may not be very nice well but let’s say well let’s keep it let’s keep it professional let’s keep it professional it reminds me now i’ll be showing my age but do you
Remember when you used to go to the post office and they had the fbi most wanted list and you say you look to your left and you look to your right and you’re like oh i did my duty he’s not here right or she’s not here um i think that’s what
A lot of organizations are doing when they say i don’t have the candidate the person’s not here that’s why you can’t find them because you work you don’t work with them so where are you looking in order to find those candidates and is there any change that you want to make
Um in order to make that happen right the truth of the matter is though without these people your products your goals your services are not addressing the needs of all people you will not be able to succeed so you know i pose another question how important is this to you yeah
Because we can do it we can do it yeah i agreed and thank you i i’m gonna i’m gonna use that example that you just shared if that’s okay look at it absolutely i i love that so so uh ron makamer um how you doing ron good i’m doing wonderful after all the
Those great things i just learned in this video thank you jackie so ron what other questions do we have for jackie yes we’ve had a handful of questions come in so thank you again jackie um one of the one of the questions was asking how would you tackle
Lgbtq plus diversity um they said that they’re in europe and we simply cannot ask candidates or employees that kind of information in any form absolutely and that makes sense and i i understand that um fortunately there’s some information that i always we look at lgbtq plus allyship i can’t say whether someone is
Is one thing or the other but i know there are er right opportunities to get closer to finding those candidates for example if someone proudly puts on their resume that they’re part of various organizations they may be a part of glaad they may be
A member of p flag they may be you know just like we used traditional methods if you look at some of those methods of looking for graduates we still have fraternities fraternal organizations sororities colleges scholarships that are given to people of a certain group that can help me in finding those candidates
So i don’t want to ask somebody that specifically but if i know that they earned this scholarship they’re you know they’re either a member of the organ of that group or they’re an ally to someone in that group so that will help us get closer so that’s what that’s where i would start
Because it’s about starting relationships if you can’t find any you can also partner with some of these organizations here like the human rights campaign you can partner with them um and it might also be worth having organizations there’s several people that can come to your organization
To make sure that it’s an equitable safe place um and i know i’m answering more than the question but i would always say it’s important before you go recruiting people make sure that you’re you’re not recruiting them to their own demise right um make sure you’re inviting them
To a place that can nurture and help promote people that are a member of any of the underrepresented groups that we talked about today jackie we always want more than the answer so you’re all right okay you’re right you’re right on target answer a question that you didn’t ask
I’m sorry that was great that was great so ron what else do we have yeah no thank you that was that was a wonderful answer um another question that come in was just asking you might have covered some different ways but how can someone reduce hiring bias with ai
Yes so it’s really funny because i last week somebody said oh aren’t you worried about bias in a.i and i was like okay wait a minute so they say there’s been a study that it was reduced by 30 by using computers and then a human is telling me
Not to use a.i i don’t know if it’s jealousy or you know or is it more than just a trust issue but with the facts already show that you can train a computer or you can train the ai to not be biased it’s important that if you think that there is bias
That you’re able to say what that means identify it there have been some tools in the past that have gotten dinged because they were able to prove hey i think this might be wrong right maybe this didn’t turn out but it reduces it because it’s not looking at those aspects we’re looking
For the top candidates and then we’re looking at opportunities of getting that information so we can get closer for the candidates that we need that we would reject as humans because of our own personal biases so i think that’s an important piece i read it and i’m
Drawing a blank on exactly what the study was but it was an hbr article about the very fact that ai even not not completely without flaw because humans develop but it still was more accurate when it was talking about sourcing individuals and a lot of the other things that we do in recruiting
And hiring with machine learning and just the learning algorithms of how fast they can adapt and adjust that i mean you know god bless us all you know this jackie we’re just human beings aren’t very good decision makers we would like to believe that we are but we’re not because right because
We’re more we are more flawed when it comes to bias and it doesn’t mean that ai is it it is not perfect but it is getting us closer i think based on everything i’ve seen in our space to make those better decisions i would love for a tool for someone to
Have proof that they hired so many diverse people and they think that the product was biased like it actually caused an issue i have not ever heard that right then before um but i would love when that moment happens i want to be in the front row because
That would be absolutely right exactly and i mean and there’s yes there are other ethical considerations and standards that are still being developed around this these smart technologies i mean i understand all that but i do it is it’s helping us get to i think better human decision making faster and more accurate
That’s that would be nice i think that’s something that is really cool that i love about um at seek out that we do is we’re always looking at it always measuring it always seeing what we can do to get better always trying to bring people into the fold always trying to opt in
And um it’s fun to be able to do that because we nobody wants to be that person we all want to make sure that we’re giving you know giving the best product and so i think that would be a question that i would ask any software developer it’s like how are they analyzing
Their ai you know where is it coming from who’s doing the development and what are their plans to make sure that it isn’t skewed in such a way there’s always going to be bias but that it’s not dangerous and what are they doing to make sure that it’s not
I would ask yeah and i don’t i don’t want to be that person whose picture is in the post office either so i don’t right or left what else do we got ron yeah no thank you both that was that was great another question that would come in uh was just asking jackie
Who is the most effective audience to share the data with to ensure continued progress i would think that in order to do that you do it in the c-suite as well as um i you know i don’t think you should necessarily look at your competitors because you
Don’t know if they’re doing it right or if they are completely biased either right um you can’t but get the information to the competitors that you’re losing candidates to i think is more important because i think a lot of organizations um when you’re talking to your c-suite or your decision makers
Um you can give them the data but you really have to give them a good story of why it’s important not just the numbers behind it and so you can say hey we’re not just losing because we’re going to lose candidates from time to time even if we ruined an offer
But you’re losing them because this organization is more inclusive or you’re losing them because they have more women at this organization or i feel safer at these organizations we need to know especially if we’re losing people consistency to look at their than their diversity policies to say if
We don’t make this change we’re going to continue to lose candidates we’re not going to be able to build our product we’re not meeting our goals um but i think it’s fair and especially to search and see if your ceos was one of the thousands that signed the pledge
They need to know where those numbers are coming from it’s come it has to come out of ta so that’s who i would share those numbers with and make sure that we have that information there and the what you said at the beginning of your presentation when with your definition
Of of inclusion i think the thing that that lacks a lot of the time with organizations is the belonging aspect right i mean because you can identify you can check the boxes you um can hire from different underrepresented groups but if they still feel like they’re the only woman in the room
The only gay person in the room the only black person in the room and uh it’s the belonging if it’s not foster they’re not they won’t probably won’t be there very long it’s on top of that it’s a safety issue it’s a safety component because on top
Of that if nobody in your leadership team looks like me for example or looks like you there’s nobody for you to go to with those issues or concerns then a lot of people would be too afraid to say anything and so they just leave and then they go back to that old adage
That we just talked about oh we can’t find enough talent or they just don’t like it here we don’t know why we hired everybody but they all left um and so we don’t do enough um we don’t follow the underrepresented candidate through the entire journey right right we used to say higher to
Retire but i don’t even think that’s i don’t think no i mean anymore ten years ago yeah 10 years are a lot different now depending on what industry you’re into i mean there’s a lot of things that are that have dramatically changed and i mean i think the the
Covid19 and social and racial injustice and inequity of the past year have have continued to change the dynamics well and we have to look at i think so many companies they even if they know what their diversity is today they don’t know who they who they lost last year
As the result they don’t know that that’s true um i i we looked at an organization the other day and they were losing a thousand women a year a thousand a thousand wow i was like you might want to start looking into that to see what’s going on why of that right
Right so you have to look at that and that’s what i mean not hired to retire anymore but through a candidate’s complete journey from support we want to look at those and measure all those things along the way are they getting promoted are they getting you know are we nurturing do we
Have programs are we doing everything so that person feels safe at work because if you have just one or two they don’t feel safe at work and it causes um a problem with them being able to be productive productive right sorry and and both of those words yeah that
And the one i kind of made up a little bit so jackie that’s great ron are we wrapped up on questions now um we had one more that came in um kind of just a quick one about it yes real quick yep so i was just asking
If you had any tips for creating a great candid experience for diverse candidates now people love tips and stuff so yes yes i think part of that is making sure that you are accurate with your numbers and your goals and what you’re trying to do i think you need to present
All of that um one of the other things is that i think it’s important for candidates as they’re going through the process to know how you can protect them something that is you need to know the answer to questions like what if something came up and i felt
Like i was getting discriminated against what’s the process what do i go to who do i talk to um or if there’s something else that you are looking at that you know you would need as a as a benefit get the answers to all those questions i know a lot of
People have said oh you know it’s the standard package of benefits that answer is not enough it should be that you you know in detail um those types of things and also to be truthful um i think that a lot of candidates especially with that stock art you’re just trying to hide
That you’re not diverse and that just is frightening just let the people know listen we have made this school this is where we’re going this is what we’re doing we recognize this is an issue that we’re working on now so that they know that you acknowledge
It because that’s the scary part when p you feel like you’re going crazy because you’re like wait a minute i’m i see something different than you’re telling me you need to acknowledge that and so that’s part of that experience and journey um and make sure that you you’re true to that because what’s
Horrible to me as a you know as a diverse person is if somebody wanted to hire me and they said oh at the end of the fact after i’ve gone through all this process that they’re going through like you know diversity and inclusion and i don’t know anything else about
The organization and they told me it makes me feel like i’m not wanted so these policies need to be in place that it can be it stands out on its own right and it needs to be honest and transparent in that way absolutely wow that’s a great way to end
Jackie so thank you so much and then and a special thanks to seek out as well and hey get get that demo done so you can get those those goodies you get the cup the mousepad and the journal so come on everybody do that jackie thank you so much it was it’s
Been a pleasure um hearing you today so thank you very much no thank you i appreciate it yeah and uh thanks everybody for joining us and um again we will send this recording out tomorrow and everybody have a great rest of the day bye
source
